Here you are. Middle of the year and things are in either one of two conditions:
A. You are rocking it beyond your wildest expectations!
B. You are already looking forward to next year, you just need to survive until then.
If you are in category A, congratulations—you may stop reading here because the rest isn’t going to apply to you. Now, if you are in category B, sit down because we need to have a talk.
Your successes and failures are due to your ability to gather and build a high-performance team around you. Sorry to break the bad news to you, but it’s hard to build a brand alone. You might think you can, yet here you are just spinning your wheels and hoping that next week (month, quarter, etc.) will be better. You have to catch a break, right? Well, hope is not a strategy for running a restaurant or bar. Hope is for suckers who play the lottery as a retirement plan.
So, what can you do? Allow me to bring out my soap box and give you a sermon on how to...
Who you allow on your team is one of the most important decisions you make as an owner or operator. You have to safely guard whom you allow to interact with your guests. Many owners and operators overlook this detail, and it can have a monumental impact on their business.
Jim Collins, the author of the book Good to Great makes a profound statement about the importance of hiring and capitalizing on your human capital, “Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.” You should heed these words. Carelessly spending your human capital is a downward spiral that leads to a trail of issues for a restaurant.
Here are three tips to help you maximize your human capital:
Hire for desire over skill.
This is without a doubt the most common mistake that restaurant owners and operators make: They fall for the resume over the person. Remember, a resume tells you where a person worked, but it does not tell you how they work....
Word on the street is there is a labor shortage for restaurants and bars. They call it the war for talent. If you really look closely, the true is that is really is a war WITH talent. As an industry we have held tight to outdated management techniques like carrots and sticks. They just don’t work.
How about that old mindset that you must “break them down first, and then build them back up”? Really? When you break people down you end up with broken people. That is not smart business. You need to rethink how you think about hiring.
Asset or Liability
When you look at hiring do you view it as a necessary evil? Do you think of your team as an investment in your brand or just an expense line on your financial statements? There is a phenomenon called the Pygmalion Effect. Basically, it a cognitive bias that says what we expect we tend to get just like a self-fulfilling prophecy. If you think your staff is lazy and incompetent? Guess what you tend to see? You got it....
I don't like spam either so let's make sure you're a human being.